Royal Credit Union in Eau Claire, Wis., created a leadership development program that focuses on each employee’s current performance and leadership potential to identify those who may have the qualities and skills to be future leaders.

Team leaders assess each employee and rate their current performance and leadership potential during a talent review. Individuals identified as having high levels of current performance and leadership qualities are then classified as “high potentials.”

While the assessments are done behind the scenes by team leaders, the high potentials are notified and asked if they're interested in future leadership positions. If so, the credit union creates development plans for those employees.

“We don’t look at short-term plans only,” Bauer said. “We build out up to five years.”

The process—which is repeated every six months for members of the executive team and every 12 months for all other employees—not only allows Royal to identify potential in-house candidates for leadership positions, it also identifies employees who may not have leadership aspirations but may need additional development opportunities or challenges in their current positions.

“What we want for all of our team members is for them to fulfill their potential,” said Jan Johnson, Royal’s executive vice president of organizational agility.

Who should be the 2019 Credit Union Hero of the Year?

Champion of America’s Credit Unions

Credit Union National Association is the only national association that advocates on behalf of all of America’s credit unions. We work tirelessly to protect your best interests in Washington and all 50 states. We fuel your professional growth at every level and champion the credit union story at every turn.